What Value Does an Interim HR Specialist Create? Prisma Peremarket’s Practical Experience

Interim HR services are often perceived as a temporary fix—a quick patch to cover a gap, or even a risk due to the short-term nature of the engagement. Prisma Peremarket’s experience, however, tells a very different story. When properly framed, the role of an interim specialist can evolve into a strategic partnership that delivers clear and lasting value to the organisation.

As is the case for many companies, Prisma’s decision to engage an interim HR specialist stemmed from changes within the HR team. According to Prisma’s HR Director, Maren Penu, organisational restructuring created an immediate need to add missing competencies to the team.

“For us, flexibility was the key factor – both in terms of skills and time commitment,” she explains. From the very beginning, the collaboration progressed smoothly, and strong synergy emerged already during the onboarding phase.

“We provided the necessary context and insight into the company, while Smartful supported us with specific professional know-how in selected areas. This combination has given us a broader and more versatile approach to managing processes and projects,” Maren adds. “In addition to day-to-day HR specialist work, we have carried out projects of varying complexity, where flexibility and professionalism have been especially valuable.”

An Interim Specialist Is Not a “Temporary Outsider”, but a Full Team Member

Prisma’s experience confirms that the success of an interim role does not depend on the type of contract, but on how the person is integrated into the team.

“I strongly recommend treating an interim specialist as a full member of the team and involving them in all departmental activities,” says Maren.

In practice, this means clarity around roles, workflows, and communication principles, as well as trust in sensitive matters such as data confidentiality. “We quickly realized that an interim HR professional must have access to all the information required to do their job and must follow the same rules as everyone else on the team,” she adds.

This clarity and conscious inclusion helped overcome the initial adjustment period and laid the foundation for a strong sense of teamwork, even within a temporary role.

Impact Where the Organization Needs It Most

At Prisma, the interim HR specialist’s responsibilities were wide-ranging: managing recruitment processes, conducting the employee engagement survey, and coordinating health checks and language training. The greatest impact was felt during periods when the organization needed stability and focus the most.

“The most critical contribution was ensuring smooth recruitment while the recruitment team was on leave, as well as managing the employee engagement survey. With additional resources, the Prisma team was able to significantly enhance the quality and value of the results,” Maren explains. “The interim solution didn’t just keep processes running—it helped develop them in a meaningful way.”

The Interim Perspective from the Inside: Rapid Adaptation and the Courage to Take Responsibility

Smartful’s interim HR specialist, Regina Škubel, initially joined Prisma for one month to cover for a recruitment specialist during vacation. That collaboration ultimately grew into a nine-month partnership.

“Joining as an interim means there is no time for a long onboarding process—you have to build the role very quickly,” Regina explains. One of the biggest challenges, she notes, is the identity question that comes with a temporary role: you are part of the team, yet you know your role is time-limited.
“This requires conscious reflection and a clear understanding of the boundaries of responsibility.”

At Prisma, fast adaptation was supported by the HR department’s professional and inclusive mindset. Today, Regina has contributed not only to recruitment, but also to post-survey follow-up activities, the organization of Estonian language training, and the coordination of employee health checks.

What Can Other Organizations Learn from Prisma’s Experience?

Prisma’s example demonstrates that interim HR services are not merely a crisis solution. They can be a deliberate strategic choice when an organisation needs:

• flexible expertise during periods of change;
  
• fast, professional contribution without a lengthy recruitment process;
  
• a fresh perspective and the confidence to take responsibility for complex projects.

Above all, success depends on the synergy between the organization and the interim specialist—clear roles, a supportive framework, and mutual trust. When these elements are in place, a temporary collaboration can grow into something far more meaningful than a simple “replacement.”

As Ralph Waldo Emerson famously said:

“Do not go where the path may lead, go instead where there is no path and leave a trail.”

Prisma’s experience with interim HR services is a vivid example of how choosing a new path can leave a clear and lasting mark on an organization’s development.